Darshana Darmalinggam and Maniam Kaliannan
The purpose of this study is to explore the internalized dimension of motivation under the Unified Model of Vegetarian Identity (UMVI) model, namely, personal and prosocial…
Abstract
Purpose
The purpose of this study is to explore the internalized dimension of motivation under the Unified Model of Vegetarian Identity (UMVI) model, namely, personal and prosocial motivators, for vegetarianism that spurs economic growth in the Malaysian vegetarian market potential.
Design/methodology/approach
Semi-structured online questionnaire was adopted as the primary methodology from which a total of 163 respondents were obtained.
Findings
Both, personal and prosocial motivators do positively relate to the economic growth of the Malaysian vegetarian market potential. However, prosocial motivators has a greater impact with a beta coefficient of 0.374 compared to 0.273 for personal motivators.
Research limitations/implications
Probable inaccurate representation of the entire vegetarian population in Malaysia. Time and resources available.
Practical implications
Practically, the Malaysian vegetarian society and Malaysian government bodies benefit from the study in ensuing promotion of environmental awareness in line with a vegetarian diet.
Originality/value
Lack of literature resources on vegetarianism in Malaysia led to the study contributing to an expansion of literature on the matter. This pioneer study benchmarks global literatures on motivators of vegetarianism and their impact on economy against the scarce literatures available in the Malaysian context. It contributes to the Malaysian economy and potential vegetarian restaurant start-ups wishing to enter the Malaysian vegetarian market. Theoretically, the theory of planned behaviour, utilitarian function and the UMVI were jointly utilised in explaining the motivators capturing Malaysian vegetarians' intention towards demand for vegetarian food.
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Siew Chen Sim, Maniam Kaliannan and Mohan Avvari
This study aims to provide a conceptualisation of HR outsourcing (HRO) effectiveness from a service quality perspective and subsequently develop a scale – HROSERVPERF to measure…
Abstract
Purpose
This study aims to provide a conceptualisation of HR outsourcing (HRO) effectiveness from a service quality perspective and subsequently develop a scale – HROSERVPERF to measure HRO service performance underpinned S-O-R theory.
Design/methodology/approach
Grounded on theoretical conceptualisation, literature and information collected through semi-structured interviews, HRO service performance items pool were generated. 257 responses from manufacturing firms in Malaysia that have outsourced their HR were collected. PLS-SEM is used for scale confirmation and validation.
Findings
The conceptualisation of HRO effectiveness and HRO service performance suggests a need for scale development that encompasses service quality-satisfaction-loyalty framework supported by S-O-R theory. Operational improvement, resource alignment and service delivery emerged as the service performance dimensions of HROSERVPERF.
Research limitations/implications
This study was limited to manufacturing firms in Malaysia, hence little generalisation could be drawn beyond this context. However, this serves as future research opportunities.
Practical implications
HR managers and service providers can employ HROSERVPERF to measure and improve HRO service performance more effectively. Service providers can re-strategise and target their scarce resources to better retain their clients.
Originality/value
This is the first paper that provides HRO effectiveness conceptualisation from a service quality perspective followed by a scale development with formative measures using PLS-SEM underpinned S-O-R theory.
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Siew Chen Sim, Mohan Avvari V. and Maniam Kaliannan
The purpose of this study is to provide deeper and broader insights into human resource outsourcing (HRO) trends and practices specific to the Malaysian context.
Abstract
Purpose
The purpose of this study is to provide deeper and broader insights into human resource outsourcing (HRO) trends and practices specific to the Malaysian context.
Design/methodology/approach
Data were collected from HR managers through a questionnaire-based survey, using convenient sampling with random selection.
Findings
HRO practices were found to have evolved into second-generation outsourcing, with considerable potential to grow further in the future. Firm size and sector had little or no effect on the degree of HRO. Both cost benefits and resourced-based benefits were key drivers of HRO decisions, with a majority of the firms reporting having achieved these benefits equally and positively. Most of the functions outsourced were traditional-transactional HR functions. Slightly more than half of the HRO decisions were made by top management without the involvement of HR managers. More than half of the firms surveyed intended to do more outsourcing in the near future (i.e. within the next two to five years), including firms that had previously experienced HRO failure.
Research limitations/implications
While convenience sampling limits the generalisability of the findings, it is suitable for a study like this, especially as there is no pre-established list of firms outsourcing HR available in Malaysia. The study did not cover trends in either HR shared services or insourcing – either of which could potentially affect future HRO trends in the future. The findings also serve as a warning to future HRO researchers about the importance of contextual knowledge to strengthen the validity of their findings.
Practical implications
The findings provide both practitioners and service providers with insights into HRO practices and trends in Malaysia, which are comprehensively discussed in the paper.
Originality/value
This paper presents a broad, yet up-to-date, overview of HRO practices and trends specific to the Malaysian context. It covers aspects and details of HRO not explored or explicitly discussed before.
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Maniam Kaliannan and Vanitha Ponnusamy
– This paper observes that Apple illustrates the right and wrong ways to bring about organizational change, and emphasizes the key role of personalities in the process.
Abstract
Purpose
This paper observes that Apple illustrates the right and wrong ways to bring about organizational change, and emphasizes the key role of personalities in the process.
Design/methodology/approach
Compares and contrasts the performance of Apple under the leadership of Steve Jobs and John Sculley.
Findings
Advances the view that Steve Jobs was more successful because he focused on innovation, while John Sculley paid more attention to current products and profitability.
Practical implications
Describes how the Steve Jobs era saw the introduction of such iconic Apple products as the iPod, iPhone and iPad, which helped the company to gain pre-eminence in its field.
Social implications
Argues that, in today’s globalized business environment, organizational change is a must. Demonstrates how to achieve this successfully.
Originality/value
Describes two sides of the Apple story and draws the lessons for other businesses involved in organizational change.
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Sim Siew-Chen and Gowrie Vinayan
The purpose of this paper is to provide insights into the conduct of recruitment process outsourcing (RPO), based on a real-life case study of one company in Malaysia. The paper…
Abstract
Purpose
The purpose of this paper is to provide insights into the conduct of recruitment process outsourcing (RPO), based on a real-life case study of one company in Malaysia. The paper analyses the company’s process of recruitment outsourcing from beginning to end, in three sections: RPO decision, RPO implementation and RPO outcome.
Design/methodology/approach
The case study was carried out through semi-structured interviews with relevant respondents, including the country HR manager, the HR staff and operation managers in the organisation, plus with the RPO provider.
Findings
The key findings, from a theoretical and academic viewpoint, are that RPO decisions and implementation cannot be fully or properly explained by one theory, but are better explained by integrating transaction cost economics, the resource-based view and the Agency Theory. The study also highlights the importance of involving end users in the RPO process.
Research limitations/implications
While this single case study gives a clear, in-depth insight into the issues in this particular instance, future research extending to a wider range of organisations would serve to expand the findings and provide more generalisable results.
Practical implications
Practitioners and service providers should be able to draw valuable lessons from the experience of Tech-solution, particularly from the different perceptions and levels of satisfaction about the service provider’s performance between internal HR and the internal end users (operation managers).
Originality/value
This paper provides a specific and detailed analysis of RPO implementation in practice. It also addresses the call for more RPO outsourcing-specific research in the extant literature.
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Small and medium-sized enterprises (SMEs) are increasingly outsourcing human resource (HR) activities to outside labour market intermediaries. In this paper, the focus is on a…
Abstract
Purpose
Small and medium-sized enterprises (SMEs) are increasingly outsourcing human resource (HR) activities to outside labour market intermediaries. In this paper, the focus is on a specific type of labour market intermediary, the HR intermediary (HRI). The purpose of this paper is to describe and discuss SME outsourcing of HR services to membership-based HRIs, and potential problems and benefits that may arise in this process.
Design/methodology/approach
The empirical foundation comprises case studies of three Swedish HRIs and 12 of their SME clients. The data were collected through semi-structured interviews and a document study.
Findings
The findings show that social aspects such as trust, shared values, communication and commitment are crucial characteristics of the cooperation between HRIs and SMEs. These social aspects are a result of the owner/membership structure, and a distinguishing feature of the studied HRIs in comparison to other types of labour market intermediaries.
Research limitations/implications
The results of the study underline the need for increased research related to the intermediary concept and its meanings in different contexts. There is also a need for more empirical research on HRIs, e.g. comparisons between different types of HRIs, and studies of the emergence of virtual intermediaries. Future studies should focus on the role of LMIs and HRIs in regional development processes.
Practical implications
Companies that interact with HRIs should reflect on the different pros and cons that this cooperation may result in, both in the short term and in the longer term.
Originality/value
The study provides an enhanced understanding regarding the relations between SMEs and HRIs, based on the two broad types of SMEs (with low/high internal HR skills) and two types of HRIs (with short/long-term orientation).
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Muhammad Masood Rafi, Tariq Aziz and Sarosh Hashmat Lodi
Disaster management information systems (DMISs) have been proposed in different parts of the world for effective response to a disaster. The purpose of this paper is to: compare…
Abstract
Purpose
Disaster management information systems (DMISs) have been proposed in different parts of the world for effective response to a disaster. The purpose of this paper is to: compare design approaches of these DMISs; examine similarities in the design of databases and communication infrastructure; and draw conclusions. Based on the examination of the studies, future opportunities have been identified and discussed.
Design/methodology/approach
The studies in the available literature on the designs of automated DMISs have been reviewed in the presented paper to identify similarities in design premise, conceptual design and design considerations.
Findings
The examination of the available studies indicates that the research on DMIS has increased significantly in different countries of the world since 2004. Data of baseline information and available resources are required by most of the presented studies, as these data are necessary for effective response to a disaster. The communication infrastructures suggested include local area network, wide area network and satellite communication for better coordination between the responders and different relief agencies at different locations. The connectivity to these networks is possible through Ethernet, Wi-Fi, general packet radio service or satellite.
Research limitations/implications
Although the research on DMIS has increased significantly over the last one decade, the studies are still few in numbers. Similarly, only few of the proposed systems have been developed and tested during a real disaster.
Practical implications
The presented review of available studies provides a holistic view of the proposed DMISs which could be useful to the disaster management authorities.
Originality/value
The paper provides valuable information on the differences in the proposed DMISs. This can help in identifying the gaps for future improvements for increased effectiveness of a DMIS. The future opportunities have also been identified in the presented paper and are discussed.
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Caroline Cipolatto Ferrão, Jorge André Ribas Moraes, Leandro Pinto Fava, João Carlos Furtado, Enio Machado, Adriane Rodrigues and Miguel Afonso Sellitto
The purpose of this study is to formulate an algorithm designed to discern the optimal routes for efficient municipal solid waste (MSW) collection.
Abstract
Purpose
The purpose of this study is to formulate an algorithm designed to discern the optimal routes for efficient municipal solid waste (MSW) collection.
Design/methodology/approach
The research method is simulation. The proposed algorithm combines heuristics derived from the constructive genetic algorithm (CGA) and tabu search (TS). The algorithm is applied in a municipality located at Southern Brazil, with 40,000 inhabitants, circa.
Findings
The implementation achieved a remarkable 25.44% reduction in daily mileage of the vehicles, resulting in savings of 150.80 km/month and 1,809.60 km/year. Additionally, it reduced greenhouse gas emissions (including fossil CO2, CH4, N2O, total CO2e and biogenic CO2) by an average of 26.15%. Moreover, it saved 39 min of daily working time.
Research limitations/implications
Further research should thoroughly analyze the feasibility of decision-making regarding planning, scheduling and scaling municipal services using digital technology.
Practical implications
The municipality now has a tool to improve public management, mainly related with municipal solid waste. The municipality reduced the cost of public management of municipal solid waste, redirecting funds to other priorities, such as public health and education.
Originality/value
The study integrates MSW collection service with an online platform based on Google MapsTM. The advantages of employing geographical information systems are agility, low cost, adaptation to changes and accuracy.